Staff appraisal

transcript

Performance Appraisal

Ahmed Moussa10 April 2011

Is a universal phenomenon in which the organization is making judgment about one is working with and about oneself. It serves as a basic element of effective work performance.

Performance appraisal is essential for the effective management and evaluation of staff.

It aims to improve the organizational performance as well as individual development.

Performance appraisal:

Appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies.

As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War - not more than 60 years ago.

Performance appraisals have been increasingly implemented by most modern organization as a tool for employee assessment.

The history of performance:

Performance is an employee's accomplishment of assigned work as specified in the critical elements and as measured against standards of the employee's position.

Performance

Is concerned with the process of evaluing a person’s worth to an organization with a view to increasing it.

Appraisal

Performance appraisal is developed as a simple method of income justification.

Appraisal used to decide whether the salary of an individual was justified or not.

The decrease or increase in pay depends upon employee’s performance.

Traditional Appraisal system

Performance appraisal is defined as a structured formal interaction between a subordinate and a supervisor that usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed with a view to identify weakness, strength and opportunities for improvement and skills development.

Modern Appraisal System

Performance Standards

Are statements of the expectations or requirements established by management for a critical element at a particular rating level. A performance standard may include, but is not limited to, factors such as quality, quantity, timeliness, and manner of performance

Are the documentation of performance expectations communicated to employees from supervisors.

Plans define the critical elements and the performance standards by which an employee's performance will be evaluated.

Performance Plans

Are developed for employees at any point in the appraisal cycle when performance becomes Level 1 (unacceptable) in one or more critical elements.

This plan affords an employee the opportunity to demonstrate acceptable performance and it is developed with specific guidance provided by a servicing human resources office.

Performance Improvement Plans (PIP)

Is the integrated process by which an agency involves its employees in improving organizational effectiveness in the accomplishment of agency mission and strategic goals.

Performance Management

Performance Management consists of:

Performance planning, monitoring employee performance, employee development, evaluating employee performance, and recognition.

Performance appraisal

A system describes how agency will identify performance standards and core competencies and communicate them to employees.

Periodical appraisal helps the company to compare employee’s performance and to take apt decisions for further improvement.

A structured business planning depends on the performance of the employee and it will be successful only when the employees are analyzing their work performance individually.

The formal performance appraisal in a company is conducted annually for all staff and each staff member is appraised by their line manager.

Generally employees are appraised based on the structure of the company

Annual performance appraisals evaluate the role of the employee in the organizational development and also monitoring the standard, expectations, objectives, efficiency in handling task and responsibilities in a period of time.

Annual performance appraisals

Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.

Benefits of Staff Appraisal

Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.It generally reviews each individual performance against the objectives and standard of the organization.

Appraisal also helps to analyze the individual training needs of the employee and planning of future job allocation.It generally reviews each individual performance against the objectives and standard of the organization. Providing feed back about employee’s job performance and the contribution of reward for their work is very essential in the smooth functioning of an organization.

Effective appraisal considering increase in staff productivity, knowledge and contribution. Formal management procedure used the evaluation of work performance. Effective appraisal helps the employer in providing increased productivity, knowledge and contribution from the staff.

Give feedback to employees to improve subsequent Performance.

Identify employee-training needs.

Document criteria used to allocate organizational rewards.

Form a basis for personnel decisions-salary (merit)

increases, disciplinary actions, etc.

Provide the opportunity for organizational diagnosis and development.

Facilitate communication between employee and administrator.

Performance appraisal tries to:

Steps to start performance appraisal

Step one: Preparation

Step two: Assessment

Step three: Reviewing documents.

Step four: Appropriate setting.

Step five: Deliver it clearly.

Step six: Encouragement.

If people don't know where they're going, how can we ever expect them to get there? How will they know when they've arrived? It's also critical to get employees' input on their own objectives if we want to increase their commitment to achieving those goals. If people feel that they have a voice in their assignments, they will frequently work harder toward the success of those assignments.

A critical manager responsibility is assessing and giving timely feedback to your staff on their performance. There are many benefits to doing this. Feedback on performance that is given as soon as possible has proven to be the most effective. It's not fair or effective to tell someone how she messed up, or (more rarely) how well she did, weeks after the job is done. Let people know quickly so they can either address the error or replicate the success.

Before you actually do sit down with the employee, review all your documentation from the year. Take a look again at the objectives that you and the employee agreed to and documented at the beginning of the year. Look for any commendations or letters you may have received about the employee during the year.

Make sure that you have an appropriate setting in which to deliver the appraisal. The most commonly used location, a manager's office, is often the worst place.

Deliver the appraisal in simple language. Don't use code or jargon, and don't mince words. Don't dance around the issue at hand even if the appraisal is not as positive as the employee might have hoped. She'll pick up on your discomfort like a shark sensing blood in the water.

At the conclusion of the performance appraisal meeting, which also marks the end of one performance appraisal cycle and the beginning of the next, your job is to encourage. You want to motivate the employee to continue doing that which he does well and to improve in the areas where there is room for growth. This is the best way to make these meetings productive and positive. Even if the person's appraisal has not been as high as he might have hoped, remind the employee that he is still valued and that you'll support him in his development

What is “ 360 performance appraisal “

Staff Appraisal Example

Staff Appraisal

Performance against Objectives: 40%

SKILLS : 30%

Behavior : 30%

Staff Appraisal

Performance against Objectives(X): 40%

SKILLS (Y) : 30%

Behavior (Z) : 30%

Staff Appraisal

Performance against Objectives (X) : 40%

Objectivesاألهــداف

Performanceء دا أل ا

Achievement %% نسبة اإلنجــازات

Staff Appraisal

SKILLS : 30%

Behavior : 30%

Staff Appraisal

SKILLS (Y) : 30%

1Planning & Time Management الوقت وإدارة التخطيط

Handling Problem & stressful conditions والظروف المشكالت مع التعامل

الصعبة

3Knowledge an understanding of the job

العمل وفهم معلومات

4Creativity and innovation: اإلبدايعة القدرة

5Communication االتصال

6Computer اآللي الحاسب استخدام

7languages اللغات

Staff Appraisal

SKILLS (Y) : 30%

Skills Score Weight Total Score المهارات

Planning & Time Management

5 4 3 2 1

0 0.5 1 1.5 2

التخطيط وإدارة الوقت

Handling Problem & stressful conditions

5 4 3 2 1

0 0.5 1 1.5 2

التعامل مع المشكالت والظروف الصعبة

Knowledge an understanding of the job

5 4 3 2 1

0 0.5 1 1.5 2

معلومات وفهم العمل

Creativity and innovation:

5 4 3 2 1

0 0.5 1 1.5 2

القدرة اإلبداعية

Staff Appraisal

SKILLS (Y) : 30%Skills Score Weight Total Score المهارات

Communication

5 4 3 2 1

0 0.5 1 1.5 2

التصالا

Computer 5 4 3 2 1

0 0.5 1 1.5 2

استخدام الحاسب اآللي

languages 5 4 3 2 1

0 0.5 1 1.5 2

اللغات

Staff Appraisal

SKILLS : 30%

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

Staff Appraisal

SKILLS : 30%

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

Staff Appraisal

SKILLS : 30%

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

5 4 3 2 1

0 0.5 1 1.5 2

Staff Appraisal

SKILLS : 30%

Total Maximum score x Weight (A)

Total score (B)

الدرجة االجمالية

B x 100/ A % (Y)

Communication 5 4 3 2 1

0 0.5 1 1.5 2

التصالا

Staff Appraisal

SKILLS : 30%

Total score (B)

B x 100/ A % (Y)

0 0.5 1 1.5 2

التصالا

Staff Appraisal

SKILLS : 30%

Total score (B)

B x 100/ A % (Y)

Staff Appraisal

SKILLS(Y) : 30%

Maximum total = 5 * 7= 35

29 / 35 = 83 %

المهارات

(Y) Max Score Weight Total Score Skills

1التخطيط

وإدارة الوقت

5 4 1.5 6Planning & Time Management

مع التعاملالمشكالت والظروف

الصعبة

5 5 2 10

3معلومات

العمل وفهم 5 4 0.5 2Knowledge an understanding of the job

4القدرة

اإلبدايعة5 3 0.5 1.5

5 االتصال 5 5 1.5 7.5 Communication

6استخدام الحاسب

اآللي5 4 0 0

Computer

7 اللغات 5 2 1 2 languages

اإلجمالي 35 27 7 29 Total

Y 83% Y

Staff Appraisal

SKILLS : 30%

Behavior (Z) : 30%

Staff Appraisal

Behavior (Z) : 30%

Behavior السلوك

Team Work الفريق عمل و روح

Interpersonal Relations البشرية العالقات

Commitment/ Discipline االنضباط االلتزام

Appearance المظهر

Punctuality المواعيد احترام

Staff Appraisal

Behavior (Z) : 30%

Staff Appraisal

Behavior (Z) : 30%Behavior Score Weight Total

Score السلوك

Team Work روح و عمل الفريقHelp his/ her colleagues

5 4 3 2 1

0 0.5 1 1.5 2

مساعدة زمالءه

Attitude towards team meetings

5 4 3 2 1

0 0.5 1 1.5 2

السلوك تجاه االجتماعات

Initiative 5 4 3 2 1

0 0.5 1 1.5 2

المبادرة

Staff Appraisal

Behavior (Z) : 30%

Interpersonal Relations العالقات البشرية

Staff Appraisal

Behavior (Z) : 30%Behavior Score Weight Total Score السلوكInterpersonal Relations البشرية العالقاتRelations with Boss 0 ¨ الرؤساء مع العالقة

4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Relations with Subordinates

5 ¨ 0 ¨ المرؤوسين مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Relations with Peers 5 ¨ 0 ¨ الزمالء مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Relations with Visitors 5 ¨ 0 ¨ الزائرين مع العالقة4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Relations with Peers outside organization

5 ¨ 0 ¨ خارج الزمالء مع العالقة¨ 4المؤسسة 0.5 ¨

3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Staff Appraisal

Behavior (Z) : 30%

Commitment/ Discipline االلتزام االنضباط

Staff Appraisal

Behavior (Z) : 30%Behavior Score Weight Total Score السلوكCommitment/ Discipline االنضباط االلتزامAlignment with unit goals 5 ¨ 0 ¨ االلتزام

باألهداف4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Timeliness 5 ¨ 0 ¨ انجاز توقيتالمهام

4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Meticulousness 5 ¨ 0 ¨ التدقيق4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Attitude to work instructions and Acceptance of authority

5 ¨ 0 ¨ تجاه السلوكالعمل تعليمات

الرئيس سلطة والمباشر

4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Reliability 5 ¨ 0 ¨ االعتماد يمكنعليه

4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Learning (Self education) 5 ¨ 0 ¨ التعليم ( التعلمالذاتي)

4 ¨ 0.5 ¨3 ¨ 1 ¨2 ¨ 1.5 ¨1 ¨ 2 ¨

Staff Appraisal

Behavior (Z) : 30%

Staff Appraisal

Behavior (Z) : 30%

Appearance Score Weight Total Score المظهر

Dress code- Cleanliness - Neatness

مالئمة الملبس- النظافة - صفاء المظهر

Staff Appraisal

Behavior (Z) : 30%

Punctuality احترام المواعيد

Staff Appraisal

Behavior (Z) : 30%

Punctuality Score Weight Total Score احترام المواعيد

Punctuality 2 1 1 الدقة في المواعيد

Staff Appraisal

Behavior (Z) : 30%

Total score (B)

B x 100/ A % (Z)

0 0.5 1 1.5 2

التصالا

Staff Appraisal

Behavior (Z) : 30%

Total score (B)

B x 100/ A % (Z)

0 0.5 1 1.5 2

التصالا

Staff Appraisal

Behavior (Z) : 30%

Total score (B)

الدرجة اإلجمالية

B x 100/ A % (Z)

Staff Appraisal

Performance against Objectives (X): 40%

SKILLS (Y) : 30%

Behavior (Z) : 30%

Overall Performance(X x 40%) + (Y x 30%) + (Z x 30%)

األداء

Staff Appraisal

Final Partsالقوةنقاط

Strengthالضعفنقاط

Weaknesses

Training topics موضوع التدريب

Duration Date

Employee Comments الموظف تعليق

Staff Appraisal

Final PartsAction plan

Next Year Objectivesخطة العمل

أهداف العلم القادم

Training needs التدريب

Staff Appraisal

Signatures

Employee الموظف

Manager الرئيس

Department Director

مدير االدارة

Staff Appraisal distribution

Acceptable Good Very Good Excellent

30% 30% 30% 10%

10% 40% 40% 10%

Ac-cept-able

Good Very Good

Excellent0

Ac-cept-able

Good Very Good

Excellent0%

Reference

Margaret Francis, MSW, M.Phil, PGDCIM, Registered Social Worker and Counselor GSCC UK

Staff appraisal

Business